7. Contact Ministers, Priests, Rabbis and Pastors of Local Churches, Congregations, and Synagogues

One of the best sources for identifying people who are new to your community are the ministers, priests, pastors, and rabbi's at local churches, synagogues, or congregations.  They will meet these people who look for a new house of worship when they move into a community.  Maybe an outstanding job opportunity for a spouse has brought them to your town, but they are in need of a job.

Ministers and pastors also are usually acutely aware of people who are unemployed due to the fact this generally presents a hardship to the family.  They confide in their pastor or their need for a job or better job.  Remember, however, that a recommendation from clergy does not necessarily circumvent the need for a candidate to go through a complete interview process.  Needing a job does not always translate to a person who is right for your company.  Also remember the physical stamina required as part of the cleaning process may eliminate some candidates.

8.  Contact Counselors at Local High Schools about Graduates Who Do Not Intend To Attend College

There are still many students who do not attend college or any advanced training following high school.  Sometimes this may be a personal choice, and sometimes it is due to a lack of finances.  Either way, these graduates are looking for a career and a solid job.  Your company represents a good paying job, with an opportunity for training and advancement.  Contact student counselors at local high schools with an accurate description of the type of person you are looking for.  Invite the counselor to your office to see what the opportunity is really all about and let them know they are welcome to work with the student through the entire interviewing and hiring process.

9. Build a Relationship with an Employment Agency

Employment agencies will often tell us what we want to hear.  The more information you can give them about job requirements that you can not put on a resume, the better.  Their job is to paint the applicant in their most favorable light.  They know how to "fluff" and "flower" up a resume to make every candidate look like a great one.  The more communication you can do to describe what you really need, the less likely they are to send you a person.  That is good.  The pickier they become about what kind of a person to send you, the better their candidates will be.  When you give a job description to an agency put very few descriptions that could match up to a resume.  We can train people to be good technicians in cleaning and restoration from a procedural point-of-view.  What we need are people who are self-motivated, honest, hard working, durable, and willing to learn.  Use attitudes in drawing up your job descriptions, not skills.

10.  Keep What You've Already Got

You've probably been to a seminar where they have convinced you that your best channel for profitable growth is expanding your sales with your presently satisfied customers.  True enough.  The same principle applies to employee retention.  Sometimes, we are so motivated to find new help, we don't invest enough time, money, and effort into the employees we already have.  Make sure that the employees you have know how much you appreciate them, and provide them opportunities to grow in both ability and salary.

11. Pay Attention to Announcements of Layoff at Large Companies in Your Area

If you hear of an announcement of a layoff at a business in your area, why not call up the human resources department at that business to let them know you have career opportunities open?  Many companies who have to lay off people take an active role in trying to find them new employment.  It doesn't matter how big or small the company is, they will usually accept calls like these and really do appreciate them.  Be able to communicate what type of person you need that once again stays away from skills.  Most companies who would have large layoffs in your area would not usually have employees whose tasks they performed at that company would match up that well with yours.  You can teach them the tasks, if they bring the right attitudes.  The exception to this would be in clerical, office, and accounting positions.  Here, you may be able to zero in on a specific skill someone might have.

12.  Look for Gainfully Employed People Who Can Work Part Time

Firefighters are often called on to work a long shift, and then have a couple of days off.  They can make ideal part time employees.  There are other jobs where they work long shifts, and then work a second job.  They are already exhibiting skills and dedication to a job.  They will most likely exhibit those same traits with you.

13.  Invest in Cloning Technology

If you already have some excellent employees, why not consider in cloning technology?  Just kidding.  Actually this probably would not work.  We know that what makes a good employee is usually founded in attitudes.  Attitudes are created by the environment we grow up in.  Cloning would only create matching physical and genetic characteristics.  Besides, how would a sheep hold a cleaning wand, anyway?